Rehabilitative/Corrective Action. A. Applicants for employment who test positive for the presence of a controlled substance or alcohol shall not be considered fit to perform the duties of the job sought.
Rehabilitative/Corrective Action. A. The Employer may require an employee who has tested positive for the presence of alcohol and/or controlled substances/drugs to submit to counseling, or other rehabilitative treatment as a condition of continued employment. This Article shall not be construed to limit the Employer’s right to take appropriate disciplinary action when an employee tests positive for the presence of alcohol and/or controlled substances/drugs.
Rehabilitative/Corrective Action. A. Applicants for employment whose urine is found to contain the presence of controlled substance shall not be hired. Applicants who are tested under the Omnibus Transportation Employee Testing Act of 1991 will not be hired if they have an alcohol concentration of 0.02 or higher.
Rehabilitative/Corrective Action. (a) Any employee is eligible one time only to notify the employer that he/she has a drug and/or alcohol problem, and upon such notification the employee shall be permitted to enter rehabilitation, subject to a single last chance agreement. In order to be eligible for this one time opportunity for rehabilitation, the employee must notify the employer that he/she has a drug and/or alcohol problem at least one day before the employee is notified that he/she is scheduled for testing pursuant to section 23.2 (a) (reasonable suspicion testing), section 23.2 (i) (safety sensitive testing), section 23 (g) (completion of an apprenticeship program), or section 23.2 (f) (CDL testing). In the case of testing under sections 23.2 (b) and 23.2 (c) (testing following an accident), the employee must notify the employer that he/she has a drug and/or alcohol problem at least one day in advance of any accident that gives rise to the need for testing in order to be eligible for this one time opportunity for rehabilitation. In the case of testing pursuant to section 23.2 (e) (annual testing), the employee must notify the employer that he/she has a drug and/or alcohol problem before the week that the employee is scheduled to be tested in order to be eligible for this one time opportunity for rehabilitation.
Rehabilitative/Corrective Action a. JEA may require an employee who has tested positive for the presence of alcohol or illegal drugs and to which subparagraphs 25.4.a.1 or b.1 applies, or to submit to counseling, or other rehabilitative treatment as a condition of continued employment. This section shall not be construed to limit JEA’s right to take appropriate disciplinary action when an employee tests positive for the presence of alcohol or illegal drugs.
Rehabilitative/Corrective Action a. Any employee is eligible one time only to notify the employer that he/she has a drug and/or alcohol problem and, upon such notification, the employee shall be permitted to enter rehabilitation, subject to a single last chance agreement. In order to be eligible for this one-time opportunity for rehabilitation, the employee must notify the employer that he/she has a drug and/or alcohol problem at least one day before the employee is notified that he/she is scheduled for testing pursuant to Section 25.2.a. (reasonable belief testing), Section 25.2.f, g and i (safety sensitive testing) or Section 25.2.e. (CDL testing). In the case testing under Sections 25.2.b.1 and 25.2.b.2 (testing following an accident), the employee must notify the employer that he/she has a drug and/or alcohol problem at least one day in advance of any accident that gives rise to the need for testing in order to be eligible for this one-time opportunity for rehabilitation.
Rehabilitative/Corrective Action. The Employer may refer an employee to and require an employee to attend the Employee Assistance Program after he/she has tested positive for the presence of alcohol and/or illegal drugs as a condition of continued employment. This section shall not be construed to limit the Employer's right to take appropriate disciplinary action when an employee tests positive for the presence of alcohol and/or illegal drugs.
